Q: The grievance process which typically is comprised of labor agreements negotiated by organized labor has been severely criticized by many analysts for providing unwarranted protection for workers, and for making many types of workers virtually incapable of being fired. Using the appropriate research and examples, state how best labor agreements can be written to offer some protection for workers, but also allow an organization to function appropriately in a globally competitive world.
A: It has been witnessed that the labor agreements may not cover the protection of the entire workforce and some employees are just out of the boundary drawn in the labor agreements. The employees usually complain that they are being negatively influenced by the misapprehension and false impression of the policies of any firm or the clauses within the collective labor agreements. This can lead to confusion and critical situations for the employees, the company, and the labor union members. In this regard, a better labor agreement can be written in the presence of both parties, the employers and the employees (Cooper, 2015).
The employers must be held responsible for the execution of the grievance process within the labor agreement and must follow the defined criteria mentioned in the agreement to solve the internal disputes of the firm with its employees. The employers must define criteria that are for the employees to follow if they want their grievance to be considered. If the employee is connected to any union, the union representative will also take part while setting up the grievance procedure (Grant, 2015). It is necessary for the organizations to survive within the competitive environment and a skilled and satisfied workforce is the key to success for the firms. It is essential that the employee’s opinion must be taken into consideration while making a labor agreement. In addition, it is very important to provide a non-threatening situation to the employees so that they can follow the procedure for grievance and file a grievance otherwise if the issues of the workers will not resolve, they can lead to high turnover rates and dissatisfied work force. The Canada’s labor force is a very good example for union representatives as they raised a voice for fairer wages and working conditions of the employees (Nrtw.org, 2016).
References
Cooper., S. (2015). The Benefits Of Collective Bargaining. Retrieved May 15, 2016 from: http://www.unionizedlabour.ca/organized-labour/the-benefits-of-collective-bargaining.
Grant., A. (2015). 8 Primary Advantages and Disadvantages of Collective Bargaining. Retrieved May 15, 2016 from: http://greengarageblog.org/8-primary-advantages-and-disadvantages-of-collective-bargaining.
Nrtw.org. (2016). What is a Project Labor Agreement and how does it affect workers? Retrieved May 15, 2016 from: http://www.nrtw.org/neutrality/na_6.htm.
